Malaysia HEI

This study intends to investigate the possibility of performance appraisal practices (PAPs) such as performance feedback, financial reward, job promotion, performance recognition, and training to serve as predicting factors that influence employee engagement and employee performance. Responses were gathered from 203 employees of Malaysia Higher Education Institutions (HEIs) using a stratified sampling technique. The PLS-SEM was employed for hypotheses testing, the data analysis and reporting. The findings reveal that training and financial reward significantly and positively affect employee engagement while performance feedback, job promotion and performance recognition on employee engagement have no significant influence. On the other hand, the results show that there is a significant and positive relationship between all the PAPs and employee performance except in the case of financial reward. Also, employee engagement has a significant effect on employee performance. This outcome suggests that, there is a distinction engagement and performance of employees in academic settings. The study uncovers why there is need for policy and decision makers in education sector to focus more on how job promotion, performance feedback and performance recognition can be optimized for job engagement among academic staff of the Tertiary Institutions and financial reward for effective employee performance on the other side.